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|Title: ||臺灣銀行業外派人員文化智商, 跨文化訓練對外派績效之影響 : 以知覺組織支持為干擾變項|
|Other Titles: ||The impact on Taiwan banking expatriates performance by cultural intelligence and cross-cultural training-using perceived organizational support as a moderator|
台灣銀行業外派人員文化智商, 跨文化訓練對外派績效之影響 : 以知覺組織支持為干擾變項
|Authors: ||江麗君;Chiang, Li-Chun|
洪英正;張雍昇;Hung, Ying-Cheng;Cheng, Yong-Sheng
|Keywords: ||文化智商;跨文化訓練;外派績效;知覺組織支持;Cultural Intelligence;Cross-cultural training;Expatriate Performance;Perceived Organizational Support|
|Issue Date: ||2013-04-13 11:28:16 (UTC+8)|
本研究是以學者Earley and Ang(2003)定義的文化智商，Mendenhall and oddou(1985)定義的跨文化訓練，Caligiuri(1997)定義的外派績效，及Eisenberger et al.,(1986)定義的知覺組織支持等為研究變項，以台灣銀行業外派人員為研究對象，主要目的是探討文化智商與跨文化訓練對外派績效所產生之影響，並以知覺組織支持作為干擾變項。
Cross-strait financial law and regulations have been gradually relaxed in these two years. Keeping the mass marketing of mainland China in view, Taiwanese banking industry views setting beachheads westwards as one of the goals to make profit in the future. It highlights the issues on the cross-cultural management as well as international talents cultivation because of bank internationalization.
Based on the literature such as culture intelligence defined by Earley, and Ang (2003), the cross-cultural training defined by Mendenhall and Oddou, (1985), the expatriate performance defined by Caligiuri (1997), and the perceived organizational support defined by Eisenberger et al (1986), with the Taiwanese banking sector expatriates as study subjects, this study uses the perceived organizational support as the moderator to explore the effects of both the culture intelligence and the cross-cultural training associated with the expatriates’ performance.
The study adopts the convenience sampling method with totally 173 effective response sample received, which accounts for effective ratio of 93.5%, and uses SPSS 19.0, statistical analysis software, to do factor analysis, reliability analysis, analysis of variance, and regression analysis.
After empirical analyzing and discussing the survey results, the obtained conclusions are as follows:
1.The culture intelligence significantly positive influences the expatriate’s performance, and the cross-cultural training significantly influence the expatriate’s performance.
2.Regarding the effects of both the culture intelligence and the cross-cultural training associated with the expatriate’s performance, the perceived organizational support does not have a moderating effect;
3.The effects of the cross-cultural training associated with the expatriate’s performance is moderated by the perceived organizational support;
4.Portions of the expatriate’s demographic variables have significant differences on the culture intelligence, the cross-cultural training, the expatriate performance, and the perceived organizational support
This study discovers that the issues of expatriates must to be resolved while Taiwanese banking industry is actively developing the overseas market. Selecting personnel with cultural intelligence and fulfilling cross-cultural training to them as well as establishing the well-found learning platform and building the database of expatriates, these increase the possibility of re-assignment. Additionally, making staff the perceived organizational support will produces psychological feedback and improve expatriate’s performance.
|Appears in Collections:||[企業管理學系暨研究所] 學位論文|
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